[{"data":1,"prerenderedAt":193},["ShallowReactive",2],{"landing-consultancies":3,"landing-consultancy-en-hr-audit":91},[4,15,26,37,48,58,69,80],{"id":5,"heroSection":6,"en":10},"c7d2a35d-a952-4b5a-bce4-4c763924f4ef",{"slug":7,"badge":8,"title":9},"ik-surec-danismanligi","İK Süreç Danışmanlığı","Organizasyonunuz, büyüme hızınıza yetişiyor mu?",{"heroSection":11},{"slug":12,"badge":13,"title":14},"hr-process-consulting","HR Process Consulting","Is your organization keeping pace with your growth?",{"id":16,"heroSection":17,"en":21},"fbfada29-ec86-4357-8211-c138812457f8",{"slug":18,"badge":19,"title":20},"mevzuat-bordro-danismanligi","Mevzuat ve Bordro Danışmanlığı","Denetime hazır, güvenli bordro yapısı kurun",{"heroSection":22},{"slug":23,"badge":24,"title":25},"payroll-and-compliance-consulting","Regulatory and Payroll Consulting","Build an audit-ready, secure payroll structure",{"id":27,"heroSection":28,"en":32},"2b216669-b9f5-47ed-bcaf-ebd661e3b6f5",{"slug":29,"badge":30,"title":31},"ise-alim-danismanligi","İşe Alım Süreç Danışmanlığı","İşe alım süreçlerinizi stratejik hale getirin",{"heroSection":33},{"slug":34,"badge":35,"title":36},"recruitment-consulting","Recruitment Process Consulting","Make your recruitment processes strategic",{"id":38,"heroSection":39,"en":43},"d018ef59-3b4a-4d13-9c71-7710052be1a5",{"slug":40,"badge":41,"title":42},"mevzuat-bordro-egitimleri","Mevzuat ve Bordro Eğitimleri","Mevzuatı sadece bilmek yetmez, doğru uygulamak gerekir",{"heroSection":44},{"slug":45,"badge":46,"title":47},"payroll-and-compliance-training","Regulatory and Payroll Training","Knowing the legislation isn't enough; 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Using an audit model of 500+ questions configured specifically for the company, organization charts, job descriptions, KPI sets and process documents are analyzed, and the critical positions to be interviewed are identified.","Phase 1",{"title":135,"description":136,"badge":137},"Organization and Decision Chain Audit","The organizational structure, role matrix and decision-making mechanisms are examined in detail against current operations. Through management interviews, mismatches between responsibility and authority, decision blockages and operational flow problems are identified.","Phase 2",{"title":139,"description":140,"badge":141},"Process, Performance and Talent Audit","All HR processes, from recruitment to performance management, are analyzed; the KPI architecture, performance system and competency structure are evaluated. Critical position risks, the level of digitalization and the manual operational workload are measured to assess the sustainability of the current structure.","Phase 3",{"title":143,"description":144,"badge":145},"Risk and Efficiency Analysis","Areas that create operational inefficiency are analyzed together with their impact in person-hours and cost. Staffing levels, shift structure and the use of human resources are evaluated, structural risks are prioritized and areas for improvement are clarified.","Phase 4",{"title":147,"description":148,"badge":149},"Strategic Roadmap Design","The identified improvement areas are prioritized as quick wins, medium-term actions and structural transformation. Together with organizational and operational development recommendations, a transition plan to Holistic Business Architecture and an action roadmap are created.","Phase 5",{"title":151,"description":152,"badge":153},"Management Presentation and Reporting","All analyses are brought together in a strategic report presented to the management team. Measurable KPI recommendations, priority intervention areas and the first steps toward a sustainable organizational structure are set out in detail.","Phase 6",{"title":155,"description":156,"items":157},"Which Teamso Modules Does It Integrate With?","The structure designed during the consulting process becomes sustainable and manageable together with Teamso modules.",[158,159,160,161,162],"Performance Review","Payroll","Personnel & Employee Management","Internal Communication","Reporting",{"badge":164,"title":165,"description":166,"ctaText":167,"items":168},"Frequently Asked Questions","Everything you want to know about HR Audit · Organizational Health Assessment","We have answered the most frequently asked questions about our consulting services. If you can't find the answer you're looking for, feel free to contact us.","Contact Us",[169,172,175,178,181,184,187],{"title":170,"description":171},"How long does an HR Audit take?","The audit phase itself takes 5 business days; including preparation and reporting, the total duration is about 2 weeks. This short timeframe comes from our standardized methodology: a 500+ question model, ready-made interview protocols and a predefined analysis framework. Longer audits usually mean more paperwork, not deeper insight. Our speed comes from the discipline of the method.",{"title":173,"description":174},"Which departments does the audit cover?","In addition to HR, we also assess organizational interactions in production/operations, sales, finance, quality and technology. An organization's health shows not within a single department but in the flow between departments. For manufacturing companies, blue-collar organization, shift structure and production line efficiency are also examined.",{"title":176,"description":177},"Do you provide a report at the end of the audit?","Yes, but not a classic “consultant binder.” Your deliverables: an organizational health report, a risk and efficiency map, priority intervention areas, a 90-day quick-win plan and a 12-month transformation roadmap. It is an actionable document your management team can track weekly, not one that gathers dust on a shelf.",{"title":179,"description":180},"Can the process be run online?","Data collection, interviews and documentation can largely be done online; this speeds up the process and doesn't disrupt your team's day-to-day work. However, a 1–2 day site visit is always recommended to observe the production line, shift structure and operational flows. The real picture emerges on the production line, not on a slide.",{"title":182,"description":183},"Does consulting support continue after the HR Audit?","Yes, but it is not mandatory. The audit output has standalone value; you can implement the diagnostic report with your own team. When a more comprehensive transformation is needed, we can move on to Holistic Business Architecture Consulting and continue seamlessly with the same team and the same methodology. After all, the team that makes the diagnosis is best placed to design the treatment.",{"title":185,"description":186},"Is the audit only suitable for large companies?","No. The audit is designed for organizations of any size that feel “the company is growing, but the structure can't keep up.” We use a methodology that adapts from a 50-person SME to a 2,000-person enterprise. For smaller companies the audit scope is leaner; for larger ones it goes deeper into each layer. The right time is the moment you decide to grow.",{"title":188,"description":189},"What exactly is an HR Audit?","An HR Audit is a 360-degree audit of your company's organizational structure, decision-making mechanisms, processes and human resources infrastructure. Its goal is not just to take stock of “what's there and what isn't,” but to make visible the structural foundation beneath your strategic decisions.\nThe ARVEN HR Audit scans the five layers of the Holistic Business Architecture methodology (organizational architecture, decision chain, competency, performance and process) at the same time. Built on a 500+ question audit model, management interviews and operational data analysis, the audit phase is completed in 5 business days.",{"title":191,"description":192,"buttonText":167},"Measure your company's organizational health","Let's make your company's organizational risks, process bottlenecks and areas for improvement visible with data.",1791821939004]